Employee job descriptions can be a key management tool in justifying or defending an employment-related decision. That is, if they are accurate and reflects what the employee in the position is really required to do. Our easy-to-use worksheet is designed to make gathering position data a snap.
Utilize Kiesling's experience in job analysis and our job description database to assist you in developing clear, accurate, and consistent employee job descriptions.
A job description is a document describing the primary objective of a job, its essential functions, job qualifications, and other data needed to understand just what the employee is expected to do. They clarify WHO is responsible for WHAT. Consider these uses:
Avoiding Discrimination Claims
Job descriptions may represent the main line of defense against claims of discrimination, by clarifying just what is expected of each employee and what requirements are critical to a particular job. While there aren't any legal requirements for having job descriptions, they may help employers avoid a costly lawsuit.
Clarifying Exemption Status
Because job descriptions provide a list of the duties and responsibilities of an employee's job, they can be useful in determining whether a job is exempt or non-exempt with regard to FLSA and state wage and hour laws. Incorrect FLSA status can have severe ramifications for an employer including fines and payment of back pay.
Indicating Performance Expectations
Used as a vehicle to communicate performance expectations and provide a basis for measuring job performance, it is often the only document that clearly outlines what is expected of an employee.
Determining Compensation
They provide the only truly reliable and defensible foundation for job evaluation, as well as a framework for ensuring external and internal pay equity and salary structure.
Recruiting Tool
By providing a candidate a complete and accurate job description he/she will have a good overview of what the job entails - minimizing surprises later on.